Abhi
A Race
Horse? Or A Mule?
When a HR manager is looking at a candidate's
resume, one "Aspect" which he is trying (may be even sub - consciously),
to decipher is :
"Is this guy a fast - track executive or a
slow - track? How has he been rising in his career ? - in absolute terms and relative
to executives at large, belonging to same FUNCTION ?
If his past track- record shows that he has been
getting a promotion, once every two years, would he fit into our company
culture of a promotion, once - in - four years ?
Once, after
joining, he discovers our "Promotion Norm", would he start looking
for another job (-at a higher designation level, of course) - and quit the
moment he finds one?
Does he seem inclined to join us only because the
vacancy advertised by us,
is at a higher designation - level (as compared to
his current level) - and, would , therefore, mean a "promotion" to him?
In his
present job, he has held his current designation - level, for just ONE year. If
we take him at a higher level, would it upset a lot of our existing executives
who are "Stagnating" at the same level for last 4 years ? Would
taking him "Upset the apple - cart"?
No matter, how hard a HR manager tries to find
answers to these questions in the plain text resume of a candidate, he rarely
finds - and even then, inconclusive.
No candidate shows his "Promotion -
history" in his resume, Nor does any executive, attach to his resume, an organization
- chart (mine enclosed), showing his RISE within the organizational hierarchy,
over the years. Of course, this is possible only if that executive has spent
many many years in same company.
If an executive provides data in the Image Builder
("EXPERIENCE" Section) of all the jobs held by him since graduation,
a graph as shown on proceeding page, since, for each job - tenure, he has
furnished
. Date of
Joining
. Date of
leaving
.
Designation - Level (Presumably Corresponding to his actual designation at time
of leaving).
If you give me 8/10 actual validated Image
Builders, I could try to plot these graphs manually. This would teach me, what
"assumptions" I need to make, in order for each graph to "make
sense".
And, if these graphs do "make sense",
then it is not difficult to write a simple software which incorporates these assumptions
in its logic.
So, pl. do send me 8/10 Image Builders (Validated),
where a person has 4 or more jobs.
One other alternative, is to plot/ display an
executives CAREER PROFILE as attached.
Once again, we have to use the data provided by
executives in the "EXPERIENCE" section of Image Builder.
Here in CAREER PROFILE, we are trying to
"Compare" an executive with his PEERS - i.e. other executives
belonging to SAME function.
In the illustration given, I have assumed 438
executives belonging to SALES function, as PEERS.
But, it is quite possible that these 438
"sales - wall’s", are currently distributed as follows.
. At
"Sup" Level ..... 43
. At
"Officer Level ..... 94
. At
"Manager" Level ..... 148
. At
"GM" Level ..... 105
. At VP
Level ..... 38
. At
President Level .... 10
total 438
And the
candidate, whose Image Builder (i.e. "Career Profile" page) we are
trying to construct, is only at MANAGER"
Level.
No Problem !
In his "Career Profile" page, in the
. Second
graph (for "General Manager")
. Third
graph (For "Vice President" level)
There will be no arrow to show his position on the
distribution curves concerned .
Nor will there be any data about himself, in the
third column of tabulation.
But, we may still show all 3 graphs because, these
profiles are still of considerable interest - to both concerned candidate and concerned HR manager, looking
at Image Builder.
Being able to plot these graphs depends upon being
able to extract / pick - up/ derive some "Numbers / Values" against
each promotion. Once again this may require to.
make some "assumptions". We may make
invalid/ wrong assumptions but this does not matter, as long as we consistently
apply the same assumption to all candidates/ all records, uniformly.
A wrong/
invalid assumption,
(e.g : To link "designation - level" with
the starting/ joining date or with the leaving date),
Would only shift the graph, either to the
"right" or to the "left" by a couple of years but it does
not matter the "relatives" positions of the 438 sales executives
WITHIN the graph ! Hence "COMPARISON" of an individual vis - a - vis group - profile, still remains valid.
Earlier I have sent you notes re : developing of
. Salary
Profile
. Tenure
Profile
(Function Profile, already exists in Image
Builder).
Behind development of all these profiles,
. Our
immediate Goal - Persuade HR mgrs to insist on Image Builders ONLY.
. Our
ultimate Goal - To make Image Builder THE INDUSTRY - STANDARD.
h.c.parekh
